Manager, Organization, People & Change

Responsibilities

• Leverage process and workforce data and analytics to lead current-state org assessments, including spans/layers, role definition/clarity, skill and job architecture, workforce mix decision rights, governance, organizational effectiveness, and pain points in how work flows today.
• Translate activity-level work and process findings into implications for roles, skills, talent types, teams, structure, and accountability.
• Develop design criteria and future-state org transformation options, including role designs, skill demands, talent mix options (employee, outsource, digital/AI), structure paradigms, role changes, management layers, and labor-cost implications.
• Use organizational modeling, workforce analytics, and external labor-market data to develop scenarios, evaluate design options, and support future-state recommendations.
• Facilitate client working sessions with business, HR, operations, and functional leaders to align on design options and decisions then translate them into actionable workforce implications.
• Build role charters, responsibility matrices, governance models, and transition plans for new ways of working.
• Advise clients on workforce implications of AI, automation, outsourcing, and new delivery models, including how work should be redistributed across humans, technology, and external talent.
• Leverage work transformation, workforce planning, and AI subject matter experts to ensure org design reflects the future mix of employee, outsourced, and digital work.
• Identify adoption risks tied to role changes, leadership alignment, decision rights, and organization transition impacts.
• Manage and coach delivery teams, providing day-to-day direction to Consultants and Senior Consultants, reviewing work products, and ensuring high-quality client delivery.
• Contribute to practice development through innovation and asset development in the organization design and workforce strategy capability.
• Serve as a delivery leader on engagements of moderate complexity and scale, communicating with client sponsors directly without oversight, and exemplifying engagement management, client relationship, client satisfaction

Benefits

Additional Information

Are you ready to make an impact? West Monroe is seeking a Manager with current consulting experience to join our Organization, People, and Change (OPC) practice, focused on Organization Design and Workforce Strategy. West Monroe's OPC practice accelerates value and business outcomes of transformations, transactions and implementations - through people, HR, organization design, workforce strategy, and change solutions. For this opening, we are looking for someone with a proven track record leading organization design and workforce strategy engagements from strategy through implementation. This individual should be comfortable owning work end to end, managing client relationships, leading teams, and delivering practical, data-driven recommendations that help clients improve how work gets done. Each Manager within our OPC practice drives value across our capabilities, with this role particularly focused on: Organization Design & Workforce Strategy: We achieve measurable business results by using digital tools, analytics, benchmarks, and design criteria to improve organizational structures, operating models, workforce and talent strategies, role design, skills architectures, and the cultural and behavioral conditions required for the organization to perform and be future-ready. Work and Organization Transformation: We deliver business value by understanding the client's capabilities and services and help them redesign work before redesigning the organization. We focus at the activity level optimizing processes, workflows, capacity, and AI-enabled ways of working then define the right roles, talent mix, governance, decision rights, job and skill architecture, and organizational structure. Much of this work is based on how AI, automation, and emerging agentic workflows will reshape how work is done. Workforce Analytics: We use workforce data, benchmarks, and organizational diagnostics to assess layers, spans of control, management ratios, reporting complexity, duplication, and opportunities to simplify or optimize the organization. Workforce Planning : We help clients assess current and future workforce needs using data-driven insights related to headcount, capacity, cost, skills, location, workforce mix, productivity, and organizational effectiveness. Talent and Capability Strategy: We identify the talent, leadership, skills, and capabilities required to support the future-state organization, including capability gaps, talent implications, skills-based organization opportunities, and transition plans. Organizational Effectiveness and Culture Drivers: We assess the cultural, behavioral, governance, and accountability conditions that influence organizational health and translate those insights into design choices and workforce implications to drive intended business results.

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